Key Updates to Thailand’s Labor Protection Act (2025)


Executive Summary
The 2025 amendments to the Labor Protection Act introduce the following key changes:
  • Extension of maternity leave from 98 days to 120 days
  • Additional childcare leave entitlement for female employees caring for newborns with medical complications or disabilities
  • New spousal-support leave entitlement of up to 15 days for employees with a lawful spouse giving birth
  • Revision of annual employment-condition reporting (Kor Ror 11) submission method
  • Extension of statutory protections to supervised service-contract workers in government agencies
These changes take effect 7 December 2025.

The Royal Thai Government has issued amendments to the Labor Protection Act. These amendments were published in the Royal Gazette on 7 November 2025. Organizations are advised to review their internal policies and payroll processes to align with the updated requirements.
1. Enhanced Maternity Leave to 120 Days
Key Change:
  • Maternity leave entitlement for Female Employees (Pregnancy) increases from 98 days to 120 calendar days per pregnancy.
  • Employers must pay full wages for up to 60 days of the leave period.

2. Additional Childcare Leave for Female Employees
Key Change:
  • Female employees may take Childcare Leave up to 15 days to care for a newborn who:
    • Has a medical condition that may lead to complications,
    • Has a congenital disorder, or
    • Has a disability.
 
  • A medical certificate issued by a licensed practitioner is required.
  • Employers must pay 50% of the employee’s normal wages during this additional leave.

3. New Spousal-Support Leave for Employees Supporting a Spouse in Childbirth
Key Change:
  • Employees whose lawful spouse gives birth are entitled to up to 15 calendar days of “Spousal-support leave.”
  • Leave can be taken within 90 days after the date of childbirth.
  • Employers must pay full wages for up to 15 days.

4. Annual Employment-Condition Reporting (Kor Ror 11) Submission
Background:
  • Applies to employers with 10 or more employees.
  • Employers must submit an annual employment and working condition report (Kor Ror 11) to the Department of Labour Protection and Welfare in January each year.
Key Change:
  • Submission method has changed from physical paper form to a procedure that must follow the method prescribed in the official announcements.

5. Regulation of Supervised Service-Contract Workers within Government Agencies
Background:
  • Covers central and regional government agencies, local administrations, state enterprises, public organizations, and other state agencies.
  • Applies to individuals engaged under service-contract or similar arrangements.
Key Change:
  • Where the individual performs work under direct supervision or managerial control, the agency must provide benefits not less than those prescribed under the Labor Protection Act.
  • Required benefits include wages, weekly holidays, traditional holidays, annual leave, sick leave, maternity-related leave, working hours, and rest periods.

Effective Date
  • Amendments published: 7 November 2025.
  • Effective date: 7 December 2025 (30 days after publication).

Practical Considerations for Employers
  • Review and update internal policies and work rules to include:
    • Maternity leave entitlement of 120 days (60 paid days).
    • Additional childcare leave of 15 days at 50% pay.
    • Spousal-support leave of 15 days at full pay.
  • Update payroll configurations to comply with revised wage-payment requirements.
  • Prepare to file the annual Kor Ror 11 report in January following the submission method set by the official announcement.